What changed in the 2026–2027 Work Programme?
In our previous articles, we explained two core gender-related requirements in Horizon Europe proposals:
- Part A: the Gender Equality Plan (GEP) eligibility criterion
- Part B: the integration of the gender dimension into research and innovation content
With the 2026–2027 Work Programme, the European Commission did not introduce an entirely new gender equality framework. The overall structure remains the same. What has evolved is the clarity of expectations, particularly for Gender Equality Plans, alongside a stronger emphasis on implementation, monitoring, and compliance, in line with evolving evaluation and audit practices.
A quick reminder: the 3 pillars remain unchanged
The European Commission still presents gender equality in Horizon Europe at three levels:
- a GEP as an eligibility criterion for certain organisations,
- integration of the gender dimension in research and innovation content,
- gender balance as a ranking consideration in equally scored proposals.
Part A: What changed for GEPs?
In the 2026–2027 General Annexes, the four building blocks remain the same, but the wording has been clarified in ways that matter in practice:
- Publication is now more clearly defined as a formal document that must be publicly available on the institution’s website and signed and/or adopted by top management.
- Data collection and monitoring continue to be required, with increased flexibility in how organisations implement tracking and reporting mechanisms, rather than prescribing a strict format or frequency.
- Training is framed more broadly as awareness-raising and capacity-building on gender equality, including topics such as unconscious bias.
Overall, the shift is not about new obligations, but about making compliance expectations more explicit and verifiable.
Part B: What changed in the gender dimension of research content?
The core rule remains unchanged.
The integration of the gender dimension in R&I content is still expected by default, unless a topic explicitly states otherwise. It remains part of the Excellence evaluation criterion.
What has evolved is the policy emphasis and guidance, particularly towards:
- more robust and meaningful gender analysis
- greater attention to inclusive approaches
- increased recognition of intersectionality, where relevant
This means evaluators are likely to expect more than a generic reference – the gender dimension should be clearly embedded in the research design, methodology, or expected impact, where applicable.
What this means for applicants
For organisations and proposal writers, the practical message is straightforward:
- Check GEP compliance early – the requirements are clearer, and alignment between institutional practice and the Participant Register self-declaration is essential
- Do not treat Part A and Part B as the same thing – one is an eligibility condition, the other is part of proposal quality
- Ensure internal consistency – what is declared at the organisational level should reflect actual structures and practices
- Continue addressing the gender dimension in the proposal itself, wherever relevant, as this remains part of the Excellence criterion
The 2026–2027 updates are not about changing the rules, but about tightening expectations.
For applicants, this means moving beyond a “tick-box” approach and ensuring that both institutional frameworks and proposal content reflect credible, implementable, and well-integrated gender equality practices.
If you’re considering a Horizon Europe proposal, the right moment to think about aspects like gender equality and inclusive research is not at the final stage, but from the very beginning. If you’d like support in shaping a strong, well-balanced proposal, feel free to reach out to our proposal writing team at info@futureneeds.eu.
